Candidates frequently ask our Texas legal recruiters whether to send thank you notes after an interview. If so, how and when? The question has sometimes vexed us, given the vast changes the information age has brought to the workplace. Not all that long ago, law school graduates were taught to send out hard copies of their resumes on high quality “resume paper” and to always follow up with a note handwritten in black ink on Crane’s stationery.
Articles under Career Goals
Every day at Momentum Search Partners, law firm attorneys call our recruiters seeking in-house positions because they want to work closer to the business team, be more involved in a company’s business decisions and be part of the overall “big picture” strategy that corporate legal work typically provides. Part of our job as legal recruiters is to dig deeper to determine which candidates really understand what being part of the business team means – and whether they can successfully make the transition. A critical factor is communication and the ability to connect with the business team. But what does that mean, exactly?
Our Texas legal headhunters usually see a spike in hiring this time of year. Early Fall is routinely a time for in-house legal departments and law firms to add attorneys, paralegals and compliance staff to meet end of the year work demands. If you are thinking about a job change, we suggest you fully consider the following factors in making the right move.
Anyone looking for a new job should consider calling a reputable recruiter that specializes in their profession. For lawyers, that will be a legal headhunter. Eilene Zimmerman, in her “Career Couch” column in The New York Times, recently published an article on “Recruiting a Recruiter For Your Next Job.” It answers some basic questions about how to find a reputable recruiter and how to stay on their radar, so that you’re positioned to know about as many potential opportunities as possible. Most of what she says is right on target, but there are several questions we’re frequently that she didn’t address. Our team of legal and compliance headhunters has found that candidates typically have the following questions in mind, even if they don’t explicitly ask them: